Corporate Account · Community Banks · Rural Healthcare · Ag · Trucking · Service
You Keep Hiring Good People. The Turnover Isn’t Moving.
When three people leave the same unit in a quarter, it isn’t a hiring problem. It’s a manager who was promoted for being good at the work and never taught how to lead. The Leadership Collaborative puts every manager in your building on the same leadership language — every week, every month, all year — for one flat $1,500 a month.
Schedule a 20-Minute ConversationWant your own numbers first? Run the Turnover Cost Calculator · Up to 100 logins · Billed monthly
Here’s What the Turnover Report Doesn’t Tell You
Every one of these happened at a company like yours. If one of them is your Tuesday, keep reading.
The unit that emptied out
Three leads gone in ninety days.
All from the same department. All under the same manager. The CEO wants to know why hiring isn’t fixing it. The HR director already knows why — she just doesn’t have the words, or the budget, to say it out loud.
The drama that became a performance problem
Two supervisors who haven’t spoken in a month.
The crews picked sides. Throughput is down and nobody can say exactly when it started. The COO calls it a personnel issue. It’s a leadership-skill issue wearing a personnel costume.
The conference receipts
Four managers came back fired up.
Two days, a hotel, a keynote they loved. Six weeks later nothing is different on the floor, and the CFO just asked what the $11,000 bought. The HR director has no answer she’d want to give.
None of these is a people problem. All three are the same problem: someone was handed other human beings with no preparation and a quiet hope it would work out. Hope is not a strategy. It is covering your eyes, grabbing a weapon, and firing blindly.
Before You Spend Another Dollar Recruiting Replacements, Know What Turnover Is Already Costing You
Replacement cost. Overtime while the seat sits empty. Agency staff. The performance dip while the new hire learns the job. Most of the companies we work with don’t have a training budget — and they don’t need one, because the money for this is already leaving through the front door every time a supervisor quits.
Put your own numbers in. It takes two minutes, and it’s the number your CEO will ask for anyway.
Calculate Your Turnover CostThe event math
$11,000 for two days. $9,000 for six months.
Send four managers to a two-day leadership conference and you’ll spend roughly $9,000 to $11,000 with travel — and nothing changes on Monday. The same money runs a corporate Collaborative account for six months, with every manager in the building in it, every week.
You’ve lived this comparison. So have we — one-day events are where we started, twenty-seven years ago, and watching the same problem walk back in two months later is why nothing we sell is an event anymore.
Your Managers Were Promoted for the Work. Nobody Taught Them the Other Job.
The pen rider who became a foreman. The charge nurse who became the unit manager. The best teller who became the branch manager. They were promoted because they were good at the work — then handed other people, a title, and no tools. So they do what untaught leaders do: avoid the hard conversation, redo the work themselves, and manage around the one person everyone routes around.
Leadership is a language, and performance is the echo. When the owner speaks one language and the floor speaks another, nothing moves. When the whole building learns the same one, four numbers move together: retention, engagement, performance, profit.
That is what the Collaborative is built to do. Not inspire your managers for a day. Teach the whole building one language, and keep teaching it, all year.
What Your Managers Actually Do (So Nobody Has to Chase Them)
Nothing we sell is an event. This is a rhythm your HR director can run and your CEO can see.
Every week
One short lesson. One real conversation.
- A 5–10 minute video on one leadership skill — 120 lessons across the 12 skills and 4 roles of a leader
- A discussion question built for a shift meeting, a department huddle, or a five-minute stand-up
- Quick Leadership Tips a supervisor can use the same day
Every month
The live room: learn it, ask it, build it.
- A live session on how leadership and the workforce are shifting right now
- A pre-session survey, so your managers get answers on what they’re actually dealing with
- Group coaching and a hot-seat where a real problem from a real company gets solved out loud
- Recordings for the supervisor who was on shift
In your building
Your own people lead the discussions.
- Training certification turns one or two of your leaders into in-house facilitators — the language gets taught by someone who works there
- Executive coaching frameworks, on demand, for the one-on-one that can’t wait until next month
- An A.I. assistant inside the course for the question that comes up at 9 p.m.
Built-in accountability
Participation shows without anyone nagging.
- Badges earned by lesson count — 10, 25, 40 and on up — visible to every member, so progress is public and the HR director isn’t the enforcer
- Up to 100 logins, so the first-shift supervisor and the CFO are in the same program speaking the same language
- One flat price, so adding the next manager never costs a decision
Built for the Two People Who Have to Say Yes
If you’re the HR director
You were handed this with no budget and no team.
“Fix the turnover.” “Do something about the drama.” You’ve sent people to events and run a book study, and you know neither stuck — because nobody was held to it. What you need is a program with the accountability already built in, so you’re the person who finally solved it instead of the one chasing managers down a hallway.
Everything on this page is written so you can forward it upstairs unedited. The calculator gives you the number. The section above gives you the mechanism. The pricing below gives you the sentence.
If you’re the CEO or COO
You want the bleeding to stop, not a program.
Fair. Here’s the sentence: one flat $1,500 a month puts every manager in the building through the same leadership system, every week, and the money comes out of what you’re already losing to the next open seat.
Your HR director runs it. You watch the four numbers — retention, engagement, performance, profit. If they don’t move, you stop paying. No training budget line, no annual commitment, no consultant living in your conference room.
What Changed at Companies Like Yours
These results came from Amarillo companies that put their managers through our leadership program — the same language the Collaborative now teaches every week.
42% → 19%
BSA Hospital · Amarillo, Texas
Mid-level managers through our leadership program. Turnover, in twelve months.
75% → under 20%
Plains Dairy · Amarillo, Texas
Supervisors through coaching and supervisory training. Frontline turnover below 40% in year one, below 20% in year two.
“The depth of trust from the collaborative conversations opened up conversations we weren’t having.”
— A corporate Collaborative account, at month three
Corporate Collaborative accounts include Interstate Bank · Friona Industries · Roberts Trucking · M&R Liquor · AA&A Windshield
Jody Holland, Inc. · Amarillo, Texas · 27 years · 300,000+ leaders trained across 14 countries · 1,000+ executives coached · (806) 216-5323
One Number Your CFO Can Repeat in a Meeting
Start with one manager or every manager. The most you will ever pay is $1,500 a month.
The Whole Building
$1,500/mo
Up to 100 logins · one flat rate
Start the Corporate Account Talk to Jody FirstSeven managers at $222 is $1,554. That’s the whole math — at seven or more, the corporate account is cheaper and everyone else in the building rides for free.
Just you, not a company? The individual membership is here →
What the HR Director Asks Before She Takes This Upstairs
We don't have a training budget.
Will our managers actually do it, or will HR be chasing them?
We sent people to a conference last year and nothing changed.
What's the difference between this and the $222 membership?
Do we have to fill all 100 logins?
What happens in the first 30 days?
Twenty Minutes. Your Numbers. No Pitch Deck.
Bring your turnover report if you have one. Jody will ask what’s going on in your building before he says a word about the Collaborative — that’s the sequence, every time. You’ll leave with a straight answer on whether this fits, and if it doesn’t, what would.
Already decided? Start the corporate account here and we’ll reach out to set your starting point.
Prefer the phone? (806) 216-5323
Debbie will reply within one business day to find a time.
Hope is not a strategy. · Become The Leader You Would Follow.
